Conflict styles first came about during the 1940’s. Introduced by scholars dealing with human relations and human resources movements that lasted until the 1970’s(1). There are five conflict styles that originated from Blake, Mouton and Jay Hall. Two conflict behavior powers classify the five distinct styles.
1. Assertiveness or the importance of the outcome
2. Cooperativeness or the importance of the relationship
The five conflict styles are(1):
1. Competing: highly focused on assertiveness, low on cooperativeness
2. Avoiding: low focus on assertiveness, low on cooperativeness
3. Accommodating: low focus on assertiveness, high on cooperativeness
4. Collaborating: Highly focused on both assertiveness and cooperativeness
5. Compromising: intermediate in both assertiveness and cooperativeness
In the link below; Ralph Killmann, coauthor of “Conflict Mode Instrument (TKI),” describes his case study of change management by introducing the knowledge of the five conflict styles to management in Spain. (2)
Another great source for seeing the conflict styles in action is the scholarly article, “Conflict Resolution,” where the authors use the five conflict styles in relation to being an Academic Advisor dealing with students and coworkers. The article describes students coming in to an appointment without any ideas as to what they want do with their future as avoiders. The advisors must then ask certain questions and lead the conversation to where the avoiders become more open with their interests into more compromising individuals. The authors then remind the advisors that their coworkers are in the competitive range when dealing with conflict. However, if the conflict continues to occur then both advisors must reach a collaborative solution so that the advising office isn’t solely a competitive workplace. (3)
Conflict styles are so prevalent in management as well as in normal every day life. These two examples of the five conflict styles in action are just dots on the broad spectrum that is conflict management. However, using the five conflict styles we could get through many more dots on the spectrum and gain an even greater perspective on conflict management.
BIBLIOGRAPHY:
1. Folger, Joseph P., and Marshall Scott Poole. "Conflict Styles." Working through Conflict: Strategies for Relationships, Groups, and Organizations. 7th ed. New York: PEARSON, 2013. Print.
The five conflict styles are(1):
In the link below; Ralph Killmann, coauthor of “Conflict Mode Instrument (TKI),” describes his case study of change management by introducing the knowledge of the five conflict styles to management in Spain. (2)
https://youtu.be/Tnf1OKoGSys
Another great source for seeing the conflict styles in action is the scholarly article, “Conflict Resolution,” where the authors use the five conflict styles in relation to being an Academic Advisor dealing with students and coworkers. The article describes students coming in to an appointment without any ideas as to what they want do with their future as avoiders. The advisors must then ask certain questions and lead the conversation to where the avoiders become more open with their interests into more compromising individuals. The authors then remind the advisors that their coworkers are in the competitive range when dealing with conflict. However, if the conflict continues to occur then both advisors must reach a collaborative solution so that the advising office isn’t solely a competitive workplace. (3)
Conflict styles are so prevalent in management as well as in normal every day life. These two examples of the five conflict styles in action are just dots on the broad spectrum that is conflict management. However, using the five conflict styles we could get through many more dots on the spectrum and gain an even greater perspective on conflict management.
BIBLIOGRAPHY:
Stephanie Lopez